The document discusses the Taj People Philosophy (TPP) and STAR system developed by Taj Hotels to recognize and reward employees. TPP was created in 1999 to cover employees' career development from induction to retirement. It is based on the belief that employees are the greatest asset. The STAR system was launched in 2001 as a loyalty program with 5 levels to acknowledge employees for integrity, teamwork, excellence and more. It helped motivate employees and identify high performers, bringing strategic benefits to Taj Hotels like developing skills, good customer relationships and staffing.

1. THE TAJ’S PEOPLE PHILOSOPHY
AND STAR SYSTEM
PRESENTED TO
Ms. PREETI SRIVASTAVA
PRESENTED BY
KAVITA RAI
KHUSHBU NIGAM
KETAN KUMAR
KANCHAN BALA
MOHD. ASIF
MANISH KUMAR

2. CASE STUDY

3. THE TAJ PEOPLE PHILOSOPHY
 The concept of TPP was developed in 1999 .
 TPP covers every employees career planning , right from their
induction to superannuation.
 They believe that people are their greatest asset.
 Taj group had a people oriented culture.
 The management wanted the new recruits to pursue a long term
career with the group.
 The employees of the Taj group were trained in various fields .
 They also had to take part in various leadership program.
 Put stress on the potential development and talent management.
 The Taj group introduced BSS(BALANCE SCORECARD
SYSTEM), ESTS (EMPLOYEE SATISFACTION TRACKING
SYSTEM) & 360 degree performance appraisal system

4. STAR SYSTEM
STAR- Special Thanks and
Recognition system.
STAR system was recognized after
getting “Hermes Award "for best
innovation in Human Resources

5. INTRODUCTION OF STAR SYSTEM
 The STAR system developed by Bernard Martyr
(senior vice-president HR,IHCL).
 The system was developed with Taj core Philosophy
“Happy Employees lead to Happy Customer”
 Its operates throughout the year.
 It aimed to identify ,recognize and reward those
employees who excelled in their work

6. Contd…
 In 2001 STAR was launched by the Taj group.
 It was an employee loyalty program .
 It was aimed at motivating employees to transcend
their usual duties and responsibility.
 This program also acknowledge and rewarded hard
working employee who had done excellent work.
 It was actively promoted across the group’s 62 chain of
hotels and among its 18,000 employees globally, out of
which 15,000 were from india.

7. STAR RATING SYSTEM
 •STARS-Five Different levels
 LEVEL -1-was known as “silver grade”-120 points in three
month.
 LEVEL-2-Gold grde-130 points in three month of attaining
the silver grades.
 LEVEL-3-Platinum Grade-250 points within six months of
attaining the gold grade.
 LEVEL-4-chief operating officers club-510 or more
points ,but below760 points.
 LEVEL-5-MD’s club-Highest Level in STARS-accumulated
760 or more points

8. POINT SYSTEM OF STAR
 Points granted to employees on the basic
of parameters like- integrity, honesty , kindness,
respect for customers , environmental awareness ,
teamwork, coordination , cooperation, excellence in
work, new initiatives , trust worthiness.

9. QUESTION 1:
 “THE TAJ PPEOPLE PJILOSHOPHY WAS
DEVELOPED TO SHOW THE TAJ GROUP’S
COMMITMENT TO AND BELIEF IN EMPLOYEES”.
WHAT DID THE PHILOSHOPHY ENTAIL AND
WHAT WERE ITS KEY COMPONENTS? EXPLAIN.

10. Answer . 1
 TPP – Commitment to & believe in people.
 Talent management is the most important sustainable
competitive advantage in future.
 Select, maintain & compensate the best talent in the
country.
 Reward & recognize the quality culture.
 Opportunity for continues learning & development.
 Best policy for well-being of family, community&
environment.

11. Key components
 CRM
 Regular or formal channel of communication
 Strong & warm professional work culture
 They believe: We believe that CUSTOMERS are the
“TAJ”

12. QUESTION. 2.
 The stars program was created to reward employees to
deliver their best at the work place .In what way did
this program acknowledge the work of its employees,
and what were the various levels of recognition it
offered to its best employees? How did the program
achieve its goal ? Explain.

13. STAR SYSTEM’S FEATURE
 It was an employee loyalty program .
 It was aimed at motivating employees to transcend
their usual duties and responsibility.
 This program also acknowledge and rewarded hard
working employee who had done excellent work.

14. STAR LEVEL
 •STARS-Five Different levels
 LEVEL -1-was known as “silver grade”-120 points in three
month.
 LEVEL-2-Gold grde-130 points in three month of attaining
the silver grades.
 LEVEL-3-Platinum Grade-250 points within six months of
attaining the gold grade.
 LEVEL-4-chief operating officers club-510 or more
points ,but below760 points.
 LEVEL-5-MD’s club-Highest Level in STARS-accumulated
760 or more points

15. POINT SYSTEM OF STAR
 Points granted to employees on the basic
of parameters –like integrity, honesty , kindness,
respect for customers , environmental awareness ,
teamwork, coordination , cooperation, excellence in
work, new initiatives , trust worthiness.

16. ACHIEVMENT OF GOAL
 STARS IS BEST HR INITIATIVES & BROUGHT A
LOTS OF STRATEGIC BENEFITS TO THE TAJ
GROUP.
 The system was developed with Taj core Philosophy
“Happy Employees lead to Happy Customer”

17. QUESTION 3
 Stars was not only successful as an hr initiative, but it
bought several strategic benefits to the Taj Group.
What were the various benefits brought about by the
STARs program to the employees and the group? How?
Discuss.

18. BENEFITS TO EMPLOYEES
 The employees of the Taj group were trained in
various fields .
 They also had to take part in various
leadership program.
 Development of skill.
 Employees human value
 Team work

19. BENEFITS TO GROUP.
 It helps to identify ,recognize and reward those
employees who excelled in their work.
 Good relationship with customer.
 Good staffing.
 Easy to find the skills of employees